Internship Report

On
Strategic HRM practices for Business Success in ACI Group Ltd.: A
Bangladesh Case Study

1
 LETTER OF TRANSMITTAL

Date: 02 June, 2018

To
Prof. Dr. Abu Saleh Md. Sohel-uz-Zaman
Assistant Professor
School of Business and Economics
United International University

Subject: Submission of Internship Report

Dear Sir,
It is my great pleasure to submit you my thesis on “Strategic HRM practices for Business
Success in ACI Group Ltd.: A Bangladesh Case Study”. To prepare this report I have
followed your instructions & references and also the guideline which are provided by
concerned organization.
I have confidence my efforts to achieve the objectives of the work and hope that
endeavor will serve the purpose. I shall be grateful and obliged if you kindly accept my
thesis and evaluate it.

Sincerely Yours,

__________________________
Wasda Tabassum
ID No.: 111 123 046

2
 ACKNOWLEDGEMENT

First and foremost, all praises to the Almighty Allah, who blessed his kindness upon me
by giving the opportunity, good health, time, strength, patience and good ideas to
complete this internship report properly. I am immensely grateful are to my honorable
course instructor. Prof. Dr. Abu Saleh Md. Sohel-uz-Zaman for his valuable thoughts and
intellectual guidance and suggestion to prepare this report. Secondly, I would like to
convey my thanks to people who are providing me the valuable information and also
cooperating with me by giving information of all the questions about the topic. Without
their help it was not possible for me to complete this report.

3
 EXECUTIVE SUMMARY

Advance Chemical Industry (ACI) Limited, is one of the leading private company in
Bangladesh. It has a multinational heritage. The purpose of ACI l is giving an opportunity
to multilevel business and government personnel for fulfilling the strategic objectives.
About more than four decades ACI manufacturing quality medicines. ACI Limited
industry insures large number of employment in our country. They use the human
resources of our country in a proper way. They give Training to their employees to
develop their skills, and enable their people to reinforce existing knowledge keep them
updated with recent changes. In the basis of training need assessment, the company offer
both on-the-job and off-the- job theoretical and practical training opportunities. In this
tanning both functional and managerial levels are including. These training are analysis
and conducted by department heads and Human Resource Department jointly for the
purpose of job analysis. The organization can help to reduce the unemployment problem
of our country by increasing the job opportunity. Tanning is an educational process that
convey relevant and useful information to the participants and develop their skills and
behavior which are transferred back to the work place.

4
 Table of Contents

Topic Page No.

Letter of Transmittal 2
Acknowledgement 3
Executive Summary 4
Chapter One: Introduction 6-14
1.1 Introduction 7
1.2 Research Objectives 8
1.3 Literature Review 10
1.4 Methodology 14
Chapter Two: Profile of ACI Limited 16-32
2.1 Company Profile 17
2.2 Vision, Mission & values 18
2.3 Corporate Division/Department 19
2.4 Details of the Product lines or Services 21
2.5 Future Activities 23
2.6 Number of Employees 24
2.7 Export & Import 24
2.8 Quality Assurance Department 25
2.9 Strategic HRM 26
2.10 HRM Strategic Business of ACI Limited 28
2.11 How HR Practice of ACI Contribute to it success 32
Chapter Three: Findings and Analysis 34-39
3.1 Findings 35
3.2 Analysis 37
3.3 Job Evaluation 39
Chapter Four: Conclusion 45
4.1 Conclusion 45
Reference 46-49

5
 Chapter One:
Introduction

1.1 Introduction:

6
Now a day’s business world is continuously changing. Business is expanding all over the
world. The operation of business is getting complex in every moment. Every
businessman is very conscious about their business.
Human Resources Management (HRM) professionals need the knowledge and skills to
design HRM practices that not only meet legal requirements but also are effective in
supporting organizational strategy. For the development of effective HRM policies these
professionals turn to published research and best practices. The fundamental premise of
this text is that different organizational strategies require different human resources
management (HRM) policies and practices. There is a growing perception that planning
of HRM is only a forecasting of demand and supply. HRM activates should be border.
HR professionals should take part in formulating and implementing the strategies. They
should also be concerned with the implications of strategic decisions on HRM practices.
From the childhood till now, we have only learned from the book. It is our education
system which does not allow any student to gather practical knowledge. So, it is the only
chance for us to gather practical experience by getting involved ourselves as an internee
with an organization. Though I am a Student with major in HRM (Human Resource
Management), I think it was necessary to know how the branding works, how the
department operates and how the organization works to control their markets with the
combination of internal and external employees. So, the opportunity was provided by the
marketing department of ACI Ltd. The whole report has been done under the supervision
of ACI Marketing and Consumer Brand department. Practical knowledge of networking
has been gathered in this period. I have known about how they make it possible to
maintain their distribution channels all over the country. It was immensely beneficiary for
an intern to gather this kind of practical experience.
Human Resource Management (HRM) is the function which focuses on Recruitment,
management, and providing the right direction for the employee who work in the
organization. Human Resource Management play a great role for line managers. HRM
also work for different function of the organization that deals with issues related to
people such as compensation, Hiring, performance management organization,
Development, safety, wellness, benefits, and give motivation to the employee.

7
HRM includes a variety of activities and functions which are deciding what staffing
needs you have and whether to use independent contractors or hire employees to fill these
needs, which recruiting and training the best for employees, ensuring high performer
employees, dealing with performance issues, and also pay attention on managing
approach to employee benefits and compensation, employee records and personnel
policies.
For small businesses these activities are carry out by themselves. Because its costly for
them to afford part or full-time help. However, they should always concern personnel
policies which conform by current regulations and ensure the rights of the employees. In
small business the policies are form manually. Now a day hiring talented and skillful
people is comparative and expensive and it also taking a huge time. Sometimes new staff
can be disruptive to existing employees. Human resource management play a major role
in an organization. HRM make an organization successful in the competitive
marketplace.

1.2 Research Objectives:

The main objective of the report is to fulfill the requirement of BBA program. I have
gathered information closely with the employees of ACI Group Ltd. A student must
submit a report on the assigned topic to the department and supervisor after the
completion of the project program period. Also theoretical knowledge is not enough for a
student. It is a far difference between theoretical knowledge and practical field. So, these
two should be synchronized. I have done my report in ACI Group Limited. This
assignment will help to know about the all section of ACI Ltd. This Business has brought
out the new technology in this industry and at the same time providing the quality
products to the customers and gaining their satisfaction. By the customer’s review ACI
has gained the Best Brand Award in 2013.
ACI had also gained Best Brand Award in 2008 and 2011. So lots of practical experience
has been gathered here with the help of academic knowledge. The objectives of the report
are to make us known the practical situation of ACI Group Ltd. in overall activities of the
organization.

8
The objective of the report can be formulated in three forms:
i) General objective.
ii) Specific objective.
iii) Broad objective.

1.2.1 General objective

The general objective of the study is to prepare and submit a report on the topic of
Strategic HRM practices for Business Success in ACI Group Ltd.: A Bangladesh Case
Study.

1.2.2 Specific objective

There some specific objective which ACI follows are given below:
 To gather practical experience about utilizing the internal external employees to
distribute the products.
 To know the market conditions of the products.
 To find out various kinds of market and supply problems instantly.
 To monitor weather, the supply chain is working properly or not.
 To know the strategies of the competitors.
 To find out the competitive edge.
 This study is generated to fulfill the objectives about the activities of organizations
Human Resource Division.
 To submit the work as a paper work that has been learned in the project of BBA
program.

1.2.3 Broad objective

There some broad objective such as:
 To know the functions of HR in ACI Ltd.
 Analyzing the data that collected about the ACI Ltd.
 To find out the relevance and application of theoretical knowledge in practical life.

9
1.3 Literature Review:

The report which has been designed to have a practical experience through the theoretical
understanding. This report will be helpful to bridge the relationship between theoretical
and practical knowledge through the thesis activity. The reviewed literatures are searched
from Acts, Books, Journals, Newspapers, Booklets and Internet. Which are also searched
from foreign research works, articles, available on this topic. Some important decisions
of relevant cases of the court of home and abroad will also be reviewed to complete this
report. There don't have any works on the topic of nominee in Bangladesh perspective.
Very few works are present of foreign but they are not available to indicate the problem
properly. So it is very much essential to find out the position of nominee in Bangladesh
by conducting a new study.
A Study on Human Resource Management Practices is prepared as an integral part of
the thesis report to complete the BBA program in department of Business Administration,
United International University. This Thesis report has been designed to have a practical
experience through the theoretical understanding. This report will be helpful to bridge the
relationship theoretical and practical knowledge through the thesis activity.
My main aim of this report is to present the overall Strategic of Human Resource
Management practices for Business Success of ACI Ltd. I tried my best to find out the
practices done by HR department within the organizations.

1.3.1 Functions of HRM

For the significance of any organization HRM is the value chain of the organization. The
role of human resource management is significant to achieve the organizational goals and
objectives and enhance a sustainable competitive advantage in world of business. “The
term Human Resource Management is all about planning the goal of the organization,
organizing and directing employee’s, controlling of the procurement, develop the skill of
the employee, compensation, and fulfill the overall objectives of the organization”
described by (Flippo, 2017).

10
HRM functions as planning, recruitment and selection, appraisal and performance
management, reward management, development, employee relations, health and safety,
and union-management relations. The HR function has been postulated as six strategic
menus from which companies chose most appropriate practices. These menus refer to a
Six particular functional area of HRM: job analysis, recruitment, selection, training and
development performance management, pay structure, incentives, benefits, and labor
employee relations according to (De Cieri & kramar, 2008). These typical human
resource functions are also including in strategic human resource management. It is a
proactive management of the employees of a company or organization.
The six functions are describing below:

i) Job analysis and design

Job analysis is known as job review and job classification in systematic exploration of
task duties and responsibilities of a job. "The management of human resource is viewed
as a system in which participants seeks to attain both individual and group goals"
observed by (Dale Yoder, 2017). “Job analysis is a detailed information about the job”
discussed by (De Cieri & Kramar, 2008).
For job analysis two functions are describe firstly on the basis of quality, achievement,
and productivity organization fill the need. Secondly a challenging work environment and
rewarding will help to relate these needs. HRM practices are referred to a make a policies
and procedure that help to patronage the firm’s human resources for gaining business
success.
ii) Employee recruitment & selection:
Recruitment is another key factor of human resource management. “Recruitment and
selection process is based on the levels of recruitment policies, job postings and details,
advertising, job application and interviewing process, assessment, decision making,
formal selection and training”, (Korsten, 2003). The process of hiring and developing
employees so that they become more valuable to the organization. Human Resource
Management includes conducting job analyses, planning personnel needs, recruiting the
right people for the job, orienting and training, managing wages and salaries, providing
benefits and incentives, evaluating performance, resolving disputes, and communicating.

11
“Organizations which are not willing to have recruitment process and want a suitable
candidate for their needed vacancy are not focused on the quality and quantity of the
employee” describe by (Carless 2007). While organizations who put effort in ton the
process of recruitment turn on more search cannels than the organization who do not
(Russo, Rietveld, Nijkamp & Gorte 2000). The organizations who put effort for finding
effective employee become more success full in comparison to who do not. Because only
a knowledgeable and skill employee can bring success in the organization. Recruitment
process is a costly and time consuming process for every organization. It takes too much
time and cost to hire an effective and skill employee for the organization, if organization
will fail to hire productive employee it is a huge loss for an organization. “When he cost
of a mistake in recruitment is high, organization are more discerning and turnover of the
employees will be increase” suggested by (Chan & Kuok 2011).
iii) Training & Development of employee
Training is the most important process of HRM. It tests the employee’s efficiency, ability
and capability of doing the work. “It is important to examine as to how organization’s
employees enable as organization to achieve its goals”, (Fisher, 2016). Training is not all
about giving the knowledge to the employee it also need the loyalty, attitude, behavior of
the employee toward the training process. “Training is not simply a means of arming
employees with the skills they need to perform their jobs; it is also often deemed to be
representative of an employer’s commitment to their work force” (Storey & Sisson
2003).
HRM regards training and development function is focused on organizational activity and
aimed at bettering the job performance of individuals and group organizational settings.
Human Resource Management is a systematic function which examine abilities of
employee for the work, and focus on achieving personal and organizational goals. “The
appropriate training contributes positively to the employee retention because it makes
employees fell recognized for their strengths, and it creates possibilities to develop their
qualities” discussed by (kyndt Et al 2009). A successful training help to gain the
satisfaction of the employee which makes employee loyal to work and the workplace. It
helps to retain employee.

12
iv) Performance management
Business success are depending only the performance of employee. The performance
management works for improving the employee and their performance. The human
resources management is known as "the total knowledge, skills, creative abilities, talents
and aptitudes of an organization’s workforce, as well as the values, attitudes and beliefs
of the individuals involved" according to, (Megginson, 2017). Performance depends on
the activity of the employee and tests activities are provide outcomes which lead an
organization for success and help to achieve goal. It suggested that performance
management is ensure that the employee’s activities and outcomes are similar with the
organization’s goals (De Cieri & Karmer 2008).
v) Pay structure and incentives
Pay structure is a system to pay employee for their work such as salary, wages. “the pay
system has an important role in implementing strategies” according to (De Cieri &
Kramer 2008). Employee s knowledge, skill and attitude are help to increase the
effectiveness of the organization. Human resources are the people who work for the
organization every day it is suggested that “The people within an organization are its
human resource", (Kelly D, 2001). In an appropriate labor market employee who are
align their salary structure the competitive values of jobs in the appropriate labor market
define by (Gregory A Stoskopf, 2009).
To determine the extent to which the practice became prevalent in US employer’s salary
administration practices, by that time 64% of employers utilized market based salary
stricture to administer pay for their employees researched by World at Work and Deloitte
consulting LLP in 2012.
vi) Labor employee relation
Employee relation is a term which describe company’s effort for managing relationships
between employee and employers. HRM main function is developing and allocating
human resources in the most effective manner and providing work friendly environment
for attaining their long term goal. Discussed the importance of Human Resource
Management at four levels – Corporate Level, Professional Level, Social Level and
National Level", (Gupta, 2007).

13
The National Commission on Labor (NCL),  also emphasize on the same concept.
According to NCL, industrial relations affect not merely the interests of the two
participants- labor and management, but also the economic and social goals to which the
State addresses itself. 

1.4 Methodology:

This report is prepared by the interview method, Documentation and Observation. The
report discloses all the things that have been gathered information from the employees of
ACI Group Ltd. Also the conversation with the administration officer has helped a lot.

1.4.1 Data collection

There are two categories for data collection methods:
1.4.1.1 Primary data
For making a gorgeous report, I collected a lot of information by taking some interviews
with some of the employees of HRD of ACI Group Ltd.
From where I got some important knowledge which made my report healthy and also
help to find information and necessary data primarily.
1.4.1.2 Secondary data
i) Document Analysis:
In the time of internship, I meticulously observed the documents of HR Division from
where I gathered some information to add value of the report.
ii) Observation:
I found some lacking when I took the internship which is the noncompliance of labor act
1969. Such as the over staying of the employees of the ACI Group Ltd. don't get any
extra benefits.
iii) Data Tabulation: Some tables have been used to conduct the study.
iv) Data analysis technique: To analysis the survey result and investment we used tools.
v) Data Presentation: A data has been presented by using figures, tables etc.
vi) Magazine, Books, Annual report and web site of ACI Ltd.

14
The Importance of Evaluating HRM as follow Fortune Magazine, The HR managers
are failed to describe their contribution to value except in trendy. It is unquantifiable and
wanna-be term for them which is described by fortune magazine. This magazine
proposed that the efficiencies of HR mangers could be increased by outsourcing
legislated activities (such as payroll and equity) and retuning "people" responsibilities to
line managers. In this magazine there is a word where it describes to "Blow up the HR
department”. HR managers are always talk about the contribution and value which they
make for business success. They gave destructive proposal which are given in fortune
article.
Researchers of HR express the business to number games. According to some surveys
shown that HR practitioners, while familiar with some numbers such as the number of
people employed in the organization can't always recite other key numbers volumes,
market share, profit levels and rates of return for their organization.

15
 Chapter Two:
Profile of ACI Limited

16
2.1 Company Profile:

In early 1968 the period of East Pakistan ACI was established, as named by the
subsidiary of Imperial Chemical Industries (ICI). The company named by ICI Bangladesh
after independence on the 24th of January 1973. ICI Bangladesh Manufacturers Limited
was a subsidiary of world renowned multinational ICI and also listed Public Limited
Company under Dhaka Stock Exchange on 28 December, 1976. The trading of shares
first took place on 9 March, 1994. Later ACI plc divested 70% of its shareholding to local
management on 5th may 1992. Because of this divested management buyout, the company
was changed its name from ICI Bangladesh Manufactures to Advanced Chemical
Industries.
The mission of ACI is to achieve business excellence through quality by understanding,
accepting, meeting and exceeding customer expectations. To ensure consistent quality of
product and services and for achieving customer satisfaction ACI follows International
Standards on Quality Management System. ACI also meets all national regulatory
requirements relating to its current businesses and ensures that current Good
Manufacturing Practices (CGMP) as recommended by World Health Organization is
followed properly. The most prestigious networking organization the World Economic
Forum making ACI as a founding member of community of global growth companies.

Accreditations and Certifications

ISO 9001: ACI is the first amongst the companies of Bangladesh to be the achiever of
ISO 9001 certificate for quality management system.
ISO 14001: ACI is committed to conduct all its operations in a manner that is protective
of the environment, health and safety of employees, customers and the community. As a
result, it became the first company to have achieved the ISO 14001 certification for
Environment Management System.

17
2.2 Vision, Mission & values:

The main goal of ACI limited are providing a good quality product and services to the
customer and fulfill their needs. They also try to focused on increased the investment
value of shareholders and giving the highest possible benefits to the customer.

2.2.1 Mission of ACI

ACI’s mission is to achieve the business success through understanding the quality of life
of people, meeting the need of responsible application of knowledge and skills, exceeding
the technology and expectation of customers. ACI is providing high quality products and
committed for highest level of satisfaction to the customer. The international standard of
quality management system is followed by ACI for achieving the customer’s satisfaction.

2.2.2 Vision of ACI

To realize the Mission, ACI will:
 High and consistent quality of product should be providing, also value for money
should ensure to the customers.
 Try to attain a leadership position in every category of our businesses.
 Make development of employees by encouraging empowerment and rewarding
system.
 Make a friendly environment which is preferable for learning and personal growth.
 By using high-level technology and effective resource utilization provide the best
quality of product.
 By encouraging the distributer and suppliers for improving their efficiency, help to
inclusive the growth.
 Ensure superior return on investment through judicious use of resources and efficient
operations, utilizing our core competencies.

18
2.2.3 Values of ACI
There some value follows by ACI:
 Quality of product.
 Customer centric.
 Loyalty.
 Transparency.

2.3 Corporate Division/Department of ACI:

i) Planning and financial activities

ACI Planning and financial activities are the focus center of the conglomerate. As it is a
nature of the structure, ACI Finance and Planning plays the centralized role in all kinds of
financial and accounting services. Meaning it handles financial and accounting matters of
not one. Driving force of Finance is its motto which is "To become most value adding
business partner". To drive this vision, ACI Finance proactively helps business in
providing right and timely information, analysis, budgetary management and
participating in cross-functional team.
ii) Human Resource Management Department
HR people in ACI has a clear vision for creating a dynamic work-environment which has
high level of creativity, innovation and productivity by working with the excellent and
dedicated people for achieving business the success. Human Resources are the most
important asset of the organization. Identify the training needs and provide trainings
accordingly to develop the knowledge and skills of our human resources. Thought
Leadership and Team Building meetings are conducted on a regular basis. We provide an
enabling working environment to unleash the full potential of the employees and a
performance based career progression. ACI Limited organizes different social events like
Family Day, Cricket Tournament, Badminton Tournament etc. With an objective to
strengthen the bondage among the employees.

19
The modern HR Policies and procedures are using by ACI for Recruitment & Selection,
planning of manpower and succession. We use a combination of qualitative aspects and
balanced score card for performance appraisal. ACI is a place to learn, grow and
contribute for improving the quality of life of people.
iii) Marketing
The Marketing Department of ACI always try to promote their product as the need of the
customers. Their mission is to serves the face the company, coordinating and producing
all materials representing their product as a good way to the customers. It is the
marketing department's job to reach out to prospects, customers, investors and also the
community, and create the brand of a product through customer’s eye.
iv) Sales
The sales division sets individual sales rep quotas, as well as the overall volume goal for
the company. To achieve sales goals, it creates bonus and commissions structures. The
division uses past sales figures and expert projections to estimate which products will sell
where and in what amounts.
v) Commercial Department
Commercial Department of ACI play an important role in the Company which work with
the supply chain activities of ACI. To make the business successful and flawless, many
devoted and hardworking employees of this department maintain a good cohesion with
the both national and international customers. The Commercial Department is
consistently try to get the best prices for the products that customer purchase and also
ensuring enormous amount of cost savings for the company. They act invincible
professionalism and expertise in the entire commercial activities of ACI.
vi) Distribution
There are twenty-six distribution centers across the country are operated by ACI. For the
need of better services ACI is gradually expanding its distribution network. they use
trained delivery persons over 500 and a large fleet of over 150 vehicles. ACI is capable
for handling continuing volume of diverse range of products. All equipment’s which are
used for distribution are highly automated, computerized. For vaccines and insulin are
used for specialized range cold chain which is an art equipment.

20
By using this advanced function and multidimensional capabilities made it possible for
ACI to handle hundreds of products efficiently. For their distribution system ACI follows
ISO 9001-2008 quality management system (QMS).
vii) Management Information System Department
IT is most important function or department for every type of organization. MIS
department of ACI cover the overall IT related issues and supports for the company. This
department uses highly qualified of software's, hardware trouble shooting, sales and
inventory database, tally software etc. There are full of highly qualified and skilled
software developer and tester work every day to minimize the it related problem in the
organization. MIS department also help the managers to decision making by giving
customized report and data analysis to the management.
viii) Training
Training has improved employee’s capability, productivity, and performance. The
tanning activity of ACI help to enhance the capability of human capital to achieve
business success. ACI develop their pivotal factor to identify the knowledge and skill for
win present and future challenges of the organization. ACI arranged various type of
tanning program which help employee to improve their skills, ability, productivity, for
attaining organizational goals. For the valued customers of ACI, they arranged
competency management program. In delivering customized services there are plenty and
spontaneous shared efforts are made for achieving excellence to meet the need of HR.
ACI has strategic learning roadmap including tailored learning strategies for every cluster
of employee division according to their mission of proud member of the learning
organization. To accept best return from HRM investment ACI adopt bet modules,
technology and trainers.

2.4 Details of the Product lines or Services:

According to product line and services there are four major strategic divisions which is
diversified by ACI such as- Retail Chain, health care, Agri business, consumer brand.

21
2.4.1 Strategic Business Units:
i) Pharmaceuticals:
ACI Bangladesh manufacture limited was a subsidiary of world renowned ICI which is a
listed public limited company, provide a good quality medicine and health care products
to their customers. Their pharmaceutical plants are well designed and equipped with
latest facilities and the art of technology. The rich heritage of ACI added high value in
market. There are highly qualified creative team who are continuously working for
developing new formulations, various dosage forms like tablet, capsule, dry powder,
liquid, cream, gel, ointment, ophthalmic and inject tablet.
The medicines which are produce by ACI has a good demand in both domestic and
international market. They also export pharmaceutical products all over Asia, Africa &
south America.
ii) Consumer Brands & Commodity Products:
The Consumer Brands Division is the main pillar of ACI. This department is work for
24/7 to branding the product and create a lasting impression to the customers. ACI has so
many market leading brands like ACI Aerosol, ACI Mosquito Coil, Savlon. These are
very much popular in market. The commodity products of ACI also took the market. In
Bangladesh the necessity of commodity products is huge. ACI fill up this market gap by
providing commodity products such as Salt, Flour and Spices. ACI has join venture of
some product such as- Colgate, Tetly, Godrej, Dabour etc.

2.4.2 Subsidiaries & Joint Ventures (SUBS):

i) ACI Formulations Limited:
It is a subsidiary of ACI limited. This plant is located at Gazipur in the out skirt of Dhaka.
This factory is equipped with equipped with latest facilities and the art of technology.
Various computerized equipment’s are used to produce the product like HPLC and GLC.
They also produce crop protection chemicals like Insecticides, herbicides and fungicides
in granular, powder and liquid, mosquito pesticides in:
• ACI pure Flour Limited
• ACI Edible Oils Limited
• ACI Foods Limited

22
• Premiaflex Plastics Limited
• Creative Communication Limited
ii) ACI Motors Limited:
A high demand of commercial vehicles in market motivate ACI to launch their own farm
machineries and commercial vehicles equipment’s. Agribusiness of ACI has launched a
new subsidiary business in 6th November 2007 named ACI Motors. Their main intention
to reach the need of high quality machineries and light commercial vehicles.
iii) ACI Logistics Limited
In 2008 ACI launch their 1st logistic business which is named by ACI Logistics Limited.
By starting the logistic business their main intention is to make a high range supply chain
mechanism. ACI setup retail outlets named “shwaono” all over the country.
iv) ACI HealthCare Limited
ACI provide various types of health care products. They produce various types of
medicine drugs, different type of hygiene product such as- napkin, savlon, etc. It is a
subsidiary of Advance Chemical Industries.
v) Creative Communication Limited
Creative Communication is most useful subsidiary business. It is a mobilized
communication firm. There are number of specialist, devoted programmer is work as a
team to attain their goal. Creative communication limited play a strong role for making
decision on both strategic and tactic level.

2.5 Future Activities

ACI follows under future activities:

• Using manual tanning process under tanning policy.
• Making software use by individuals link with HRIS.
• For encouraging and motivating the employee arrange a counselling program for
solving the problems of employee.
• Make a step for making yearly tanning budget.
• To arrange birthday wishes of employees step by step.
• Identifying Training Needs among all employees of ACI Limited.
• To fulfill the need of business, provide tanning program.

23
• Enhance the ability of employee to work effectively.
• providing the work related skill, knowledge and ability among the people of the
organization.
• Taking responsibilities on continuous development of KSA.
• HR should take part on various event and program.

2.6 Number of Employee

There is 65% male and 35% female members work in ACI Ltd. The total number of
employees in ACI Ltd. is 9,290.

2.7 Export & Import

i) Export market
ACI’s export market being through in hard time. for exporting medicine ACI faces
number of problems. Because of that the value of export in taka decline by 9.1%. To
solve this problem ACI should export their product in few more country. The company
expects to make a breakthrough in exports when the Dhaka Unit is commissioned. (Taka
in ‘000) 

Year Turnover (Gross) Exports % age of gross turnover

2013-2014 2,655,952 40,324 1.52%
2015-2016 2,422,785 44,361 1.83%
2016-2017 2,055,418 15,082 0.73%

Table 1: Percentage of turnover.

Now ACI exports their product in Russia, Sri lanka, Myanmar, so far but the company
expected if Dhaka unit production is going on than the company will able to expand their
share in develop countries.

ii) Import market

24
ACI imported 65 percent of drugs in domestic market where ratio of pharmaceutical
products are 35 percent. In Russian market ACI imported their product in last several
years by the help of Russian health care, advertising by forging company. Many types of
medicine are available.
The low rate of consumption and high level of need the pharmaceutical market offers
enormous potential to pharmaceutical manufacturers. Government help the
pharmaceutical by expand health care and increasing real wages.

2.8 Quality Assurance Department

Quality assurance department is responsible for assuring that the quality policies adopted
by a company are followed and in most organization it serves as the contact with
regulatory agencies and are the final authority for product acceptance or rejection. It also
helps to prepare the standard operating procedures (SOPs) relative to the control of
quality. In ACI, the Quality Assurance department is divided into the following sections:

Quality Assurance Department

In process
Quality Control Documentation Microbiology
Quality Control

Raw materials Finished Packaging

Q.C Product Q.C materials Q.C

Liquid products Solid products

Figure 1: Quality assurance diagram.

25
There are some quality control sections:
The process of maintaining and ensuring the production of a good quality product is the
main duty of a quality control department. It prevents errors at every stages of
production.
The quality control manager controls the quality control department, which is performed
in three stages-
1. Raw materials
2. Solid products
3. Liquid products

2.9 Strategic HRM

Human resources management can be viewed as an umbrella term that encompasses the
following:
Specific HR practices, such as recruitment, selection and appraisal. Formal HR policies
that direct and partially constrain the development of specific practices. Overarching HR
philosophies, which specify the values that inform an organization's policies and
practices. Strategic HRM is a set of distinct but interrelated practices, policies and
philosophies whose goal is to enable the achievement of the organizational strategy.
While mangers recognize implicitly that marketing strategy must support the business
strategy, there is not the same sense among managers that HR programs can be designed
to support the organizational strategy.

2.9.1 The Importance of Strategic HR Planning

Now a day’s researcher thought that HR department should not stick with articulating
preserved value they should focus demonstrating actual value. HR should make impact
on adding value. To make organization successful on market planning training and
coaching are not enough. HR added value by providing appropriate needed for the
organization’s strategy.

26
The two main reasons for importance of strategic planning are given bellow:

i) Employees as Strategic Resources

Employee of an organization are providing competitive advantage according to Michal
Porter “A dedicated, skillful and flexible employee can provide an excellent performance
to beat the competitor by making high quality product”. This is known as resource-based
view of an organization. Classical economists describe three types of resources or inputs
used in the production of goods and services: land, capital, and labor. or human capital,
can be described as the mental and physical talents of employees. Other terms that
describe these talents include KSAs, competencies, and human assets.
The advantages of an organization with effective HR practices may come not from
having better resources but from making better use of these resources by achieving higher
productivity per worker and by matching the capabilities of employees with the strategy.
HR programs represent an investment in human capital. This human capital is difficult to
duplicate or imitate.
Let us describe the value of human capital. If IBM introduces a new software package in
January, Microsoft can probably imitate or duplicate this package by February of the
same year. However, if TBM technical support people are trained and motivated to
provide "knock-your-socks-off service," Microsoft will have a difficult time imitating
this service by February of the next year. It takes seven years of time to duplicate the
competitive human resource according to porter. HRM can offer this kind of durable,
competitive advantage. The effectiveness of human resource makes the system allow to
work productively. The HRM process that creates this human capital can't be bought or
imitated.
ii) Improved Goal Attainment
Strategic HRM can improve an organization's performance. The goals of these HRM
strategies are to shape employee behavior so that it is consistent with the direction the
organization identifies in its strategic plans. Organizations with clear strategies provide
direction and meaning to employees and mitigate the need for control by substituting a
consistency of purpose in other words, a mission.

27
The articulated vision for the future may result in a more effective organization through
increased motivation and performance, lowered absenteeism and turnover and heightened
stability, satisfaction and involvement.

2.9.2 HR Strategy and Corporate Strategy

An emerging perspective sees HR strategy as contributing to business level strategy and
vice versa. Increasingly, in large firms senior HR vice-presidents are asked not only to
review business plans to ensure consistency with HR strategy, but also to provide input to
this strategy based on HR strengths and weaknesses.

2.10 HRM Strategic Business of ACI Limited

Organization with multiple businesses need a technique for analyzing the strategies of the
different business units. The most frequently used method is called portfolio matrix
analysis. In this method, indicators such as industry growth rate, market share, long-term
industry attractiveness and competitive strategy.

2.10.1 Types of strategy

Every organization has their own unique strategy. It will vary organization to
organization. strategy is a high level plan to achieve goal. every organization have their
own goal so that the strategy is different form another. Number of researchers, manager,
and executives spend a huge number of time to developing the strategy for the firm. By
giving a lot of hard work faintly, they develop a unique strategy for the organization. For
the for the firm, and they believe the strategy they developed. So that a question appears
that, is there any unique organization exist.
In one sense yes, it is, cause every organization is complex and different from another. In
another sense no they not, we can classify the organization into various categories as the
way we can classify our friend into personality category such as extrovert, introvert.
Organizations are classified for the purpose of leading better information and also help to
understand organizational strategy.

28
These are different types of strategies are given below:

i) Corporate Strategies
The strategies followed by all over the company is named corporate strategy. Company-
wide strategies, sometimes referred to as corporate strategies. A good example of
corporate strategy is marge with companies, compete with international companies. A
long term growth strategy is usually focused at this level. They are making high level
decision such as merge and accusation of another company. Corporate strategies are
mainly three types restructuring, growth, and maintenance.
ii) Restructuring Strategies
When an organization is failed to achieve their goals restructuring strategies work.
Restructuring also described as corporate strategy. These goals can business goal or may
be social goal. It is the corporate management term which work for making the
organization more profitable or better organized to fulfill their present needs. It is a zero
sum game which reduce financial losses and a prompt solution of a distraction
solution. Restructuring options include turnaround, divestiture, liquidation, and
bankruptcies.
iii) Turnaround
A turnaround strategy is a one which cover losses into profit. It is a remedy for curing
industrial sickness. Managers are try to transform loos making company to profit making
company. Turnaround help to reduce weakness of accompany and make a strong
profitable and sable company. Turnaround strategy is a corporate action which help to
deal with loss making companies or the companies where value of share is decreases.
iv) Growth Strategies
Growth strategy is considered number one strategy for private sector. By winning large
market share at short term earnings are known as growth strategy. It is uses by company
in order to achieve their goal expansion. HR practices are profound to the implication of
growth strategy. Growth can be achieved in several ways: incrementally, internationally,
or by mergers and acquisitions.

29
v) Incremental Growth
GROWTH- every brand wants it. By increasing the product and service, clients, and
changing the distribution channel help to achieve the incremental growth.
These three methods are uses by Procter & Gamble for achieving growth.
• Increasing the client of the product. (by introducing soap for women and babies)
• Changing the distribution networks (by adding drugstores to grocery stores) and
• Using technology to manage just-in-time customer purchasing.
vi) International Growth
Incremental growth means searching new customer and market for making the growth
option expand.
vii) Mergers and Acquisitions
An attentional growth will happen because of joint venture marge and acquisition. An
acquisition occurs when one company buys another, whereas a merger typically is seen as
two organizations merging to achieve economies of scale. Acquisitions and mergers have
an obvious impact on HR. They eliminate the duplication of functions, meld benefits and
labor relations practices, and most importantly create a common culture.
viii) Maintenance Strategies
Strategic managers are sometime maintaining their strategy for many reasons. Business
executive are not willing to grow their strategy. They will keep market shares, in this
situation there is nothing to do. HRM practices remain constant, as they are assumed to
be effective for current strategy. Executives in other companies, recognizing that the
current profitable situation will not last forever, choose to milk the investment. This
harvest strategy can also be seen as a retrenchment strategy because no investment or
efforts will be made to make the business grow; therefore, the goal will be restructuring.
ix) Business Strategies
Business Strategies are focused on implementing corporate wide plans. These are used to
manage and control the various units that exist within an Organization. But many large
organizations operate several businesses under the same or different names, each of these
businesses within the organization might have its own strategy. Business strategies are
pay attention only one type of business. It can be diversified company or public company.

30
While corporate strategies focus on long-term survival and growth. Business-level
strategy concerns itself with how to build a strong competitive position. Organizations try
to become (or remain) competitive based on a core competence, which can be defined as
a specialized expertise that rivals don't have and cannot easily match.
The next section introduces the concept of the business strategy and differentiates it from
corporate strategies.
As Thompson and Strickland note, business strategy is the action plan for managing a
single line of business. Business strategy is concerned with competitive position.
Corporate strategies are concerned with questions such as these: Should we be in
business? What business should we be in? Business strategies are concerned with
questions such as these: How should we compete? Should we compete by offering
products at prices lower than those of the competition or by offering the best service?
Business strategy is concerned with how to build a competitive position, and with the
best way to compete in that line of business. Businesses compete for customers.
Businesses try to demonstrate to the customer that their product or service is better than
their rivals' because they have lower prices or more innovative services. In the next
section, we will describe three popular approaches to understanding business strategies.
No one has developed generic strategies for not-for-profit organizations, so this
discussion focuses on private, for-profit firms. The sufficient times are needed for
developing these modules. HR professionals have to understand the business language
and able to use the technology of strategic planning. This exposure to strategic models
and terms will enable HR practitioners to participate more fully during strategic planning
discussions.
x) Job Satisfaction
Job satisfaction is a cognitive, evaluative, effective and behavioral component. It is an
employee contentedness with their job whether they like their job or whether not. Job
satisfaction is an individual’s general behavior or attitude towards his or her job
according to Robbins (2012). This attitude of employees expresses the feelings of
employee. It is a single of indicator weather the employee is connected to their job or not.

31
HRM practices are mainly focused on develop and allocated human resources in a best
possible way by giving work friendly environments and benefits which try to help
employee attain long term goal described by (Bogdanova et al. 2008). Many researchers
such as- Price, 2004; Igbal, Malik and Ghafoor, 2013; Javed et al, 2012 and Syed & Yah,
2012 pay their attention to the impact of HRM and making job satisfaction among the
people of developed countries.

2.10.2 Challenges of Human Resource Management (HRM)

Human resource is a complex process. Managing people effectively always been a tricky
task to perform. The main challenges for HR is hiring effective employee, cutting stuff,
searching talents, threat of salaries, and external threat. According to the Hudson report
(2008). working environment, compensation, and technology adoption are changing
because of challenges of HRM. Customer preference, perspective are also changes so it is
a great challenge for HR to deal with the situations. The authority of ACI and five private
company employees are identified the problems.
There are Six major problems are placed, to measure this problem a five-point Likert
scale was used.
 Nature of the problem
 Marketing of HR services
 Man-power planning
 Talent management
 New approach to performance management
 Towards a framework for continuous development and learning
 Improper HR policy
 Lack of ICT-literate personnel

32
2.11 How HR Practice of ACI Contribute to it success:

Accordingly, to the overall HRM plans are included in the following factors:
 Human resources planning: Assets trends in External labor market, Current
employees, Future organizational plans and General economic trends.
 Manpower Planning: Manpower planning is the most dynamic aspect of HRM in the
ACI Ltd. Manpower Planning is done in such a way that yields the maximum returns
against labor cost. A Strategic compact is issued every year. This comes directly
from the ACI Head office and it is formulated by the board of directors.
 Job Analysis: A sound job analysis gives good support to the HRD. So ACI plan a
effective job analysis so that the applicant or employees can easily understand the job
criteria, responsibilities and employee incentives, benefits and other facilities.
 Recruitment and Selection Process: In which way the talent employees will be
recruited and the finally placement process will be conducted all these things are
included in Human resource planning.
 Training and development process: Training module design, training centre or
location set up, employee development formulation.
 Performance appraisal process: Developing employee performance evaluation
system and assessing the employee’s actual performance relative to standards.
 HR policies and procedures are focused by ACI for the process of Recruitment and
Selection, succession planning of man power. For qualitative aspect ACI follows
performance appraisal and balance score card.
 ACI encourage their employee for training and crating training needs among the
employee.
 Manpower HRD of ACI first designed the plan about manpower of their new
business expansion or fill up the vacant post.
 Organization with multiple businesses need a technique for analyzing the strategies of
the different business units. The most frequently used method is called portfolio
matrix analysis. These identifiable, basic strategies can be classified into corporate
strategies and business strategies.

33
 Chapter Three:
Findings and Analysis

34
3.1 Findings

HR department of ACI works with devoted and dynamic people to attain their vision of
crating effective and creative work environment and also achieving the goal of the
organization. Human Resources are the most effective asset for the organization. ACI
believes that training is important factor for business success. So that they arrange
various training program for their employee. These training programs are help to enrich
the knowledge and skill of the employee. For motivating employee team building
meeting are arranged by ACI.
ACI follows that the term “human resources can be thought of the total knowledge, skills,
creative abilities, talents and aptitudes of an organization’s workforce, as well as the
values, attitudes and beliefs of the individual’s involved" which is said by (Megginson,
2017). HRM is all about developing the employee and make them fit for the organization.
ACI Ltd. focus a systematic way of management to fulfill and attain the goal. Every level
in the organization work as a systematic way. ACI Ltd. also believes the importance of
“Human Resource Management at four levels Corporate Level, Professional Level,
Social Level and National Level” which is said by (Gupta, 2007).
“To attain both personal and organizational goals a systematic expansion pf job related
activity” are followed by ACI ltd according to (Jones, 2005). “For recruitment and
selection process is based on the levels of recruitment policies, job postings and details,
advertising, job application and interviewing process, assessment, decision making,
formal selection and training” which is described by (Korsten, 2003).
“Human resource department of ACI follows the set policy and procedure to make their
organization successful and achieve the goal of the organization” said by (Gurbuz, 2009).
ACI follows value-based culture where employee’s main priority is their dignity,
empowerment, loyalty and dedication. For making good relationship and bond among the
employees ACI arrange various types of tournament such as Badminton, Cricket etc. ACI
follows policies and procedure for recruitment and selection and also used qualitative
aspect and balance score card. These practices are mainly developing and allocating
human capital in the best possible ways while providing good environments and benefits
to reach the long-term goal of the organization.

35
I also find out that ACI provide attractive car loan, gratuity, provident fund and
hospitalization. ACI give their employee performance bonus, festival bonus and leave
fair assistance. offer performance bonus, leave fare assistance, festival bonus and also
give share to their employee on profit. “The function of compensation such as bounces,
loan is adequate and equitable rumination of personnel for their contributions to the
organizational objectives” describe by (Edwin B Flippo, 2003).
ACI is an organization where employee learn how to improve their skills and qualities,
and help to do work in systematic way. To maintain the resilience in doing growth
oriented profitable and socially responsible business in the fiercely competitive private
sector of Bangladesh, Human Resources Division of ACI Limited work closely with the
management committee for strategic advancement. ACI aware of the legislation in
workplace for that they give provisions for releasing staff to vote on election day and
legislations for organization union.
The HR recruiting, selecting, training and development process should also be improved
among the other branches outside Dhaka off the job training should be increased.
Customer service skill are needed some improvement and effective steps should be taken
to provide none stop service related training as early as possible. Attractive salary scale
should be introduced to attract experienced and skillful HR employed in the other
organization.

36
3.2 Analysis

Human Resource Management is a most important function for very organization. for
making a successful organization human resource is very crucial element. HRM is the
heart of any organization. Human resource department of every organization should be
structured and formulated.
ACI limited follow recruitment process for every level in the organization. such as: staff
manager, head of department, manager and executives. Internal and external both factors
are focused by ACI for recruitment. But ACI follows mostly external source of
recruitment. ACI concentrate in corporate work and culture. It has a classic equity and
efficiency. Employees efficiency are increasing because of the growth of the ACI. ACI
believes that a good environment help employee work productively.
ACI follows two types of recruitment and selection process:

3.2.1 Internal source:

Employees who work with in the organization are known as internal employee. For entry
level recruitment ACI chose candidates form internal employee of the organization. They
believe that internal employee is know the organization well in comparison to externals.
They know the policies and procedures and the environment of the organization. it helps
to reduce cost of recruitment process.
i) Job-posting programs:
Job positioning is a status or rank. HR departments of ACI Group Ltd has arranged many
job positioning program for internal employee of the organization. they published and
inform employee about the required position and give chance to the qualify employees of
the organization and help their employee to getting better position. ACI’s main intention
for job positioning is to motivate employee for getting a better position in the
organization. ACI prefer internal sources of recruitment for top level, executives and
senior manager. In the perspective of ACI job positioning is best for top level and senior
level managers.

37
ii) Departing Employees:
Departing is an employee of the district who is in the process of terminating his or hr.
such termination may be resignation, retirement or involuntary. An excess source of
recruiters is the reason of departing employee. there are so many reasons of employee
leaving. Sometimes employee leave because of the traditional work hour for the job. Off
boarding or departing is a big problem for every organization. ACI follow some steps to
solve this problem. They will try to motivate employee, create apprenticeships,
emphasize team learning and focusing on the relationship, by offering part time job for
retain valuable and skilled employee.

3.2.2 External source:

ACI use external source of employee when their existing employee are not suitable for
the required position. For external sources ACI’s HR department follow different types of
external sources for fulfill their need.
i) Walk-ins and Write-ins:
Walk-ins a service which is available for applicant without the need for an appointment
ACI give chance to these walk ins in their organization. the Write ins are a candidate for
whom votes are cast by writing their name on a ballot paper. This process is done by the
management of ACI. Both are applicants are fill up a form in which they describe their
abilities, skill and interest. These applications re kept by HR department of ACI when
there is a need of vacancy then they chose suitable candidates from there. This
application is valid until six months.
ii) Employee referrals:
Employee referrals are the scheme to encourage employee to their contacts for specific
position. Candidates who are hire by referral process are staying for a long time. ACI
uses employee referral policy. Employee referral help to improve candidate’s quality and
reduction in recruitment expenditures. It is a cost saving and effective process for ACI.
ACI’s good personal relation to their employee encourage to bring suitable candidates for
the organization.

38
3.3 Job Evaluation

There are some steps of job evaluation those are follow ACI Group Ltd.:

i) Job Analysis
 Job description
 Job specification

ii) Job rating

iii) Money allocation
iv) Job classification

3.3.1 Job Description

According to satisfaction level graph of ACI there are 83 percent of employee are
satisfied with their present job, 17 percent are not satisfied with their current job
description.

Figure 2: Percentage of job satisfaction.

3.3.2 Benefit & incentive

39
Benefit & Incentives are important issues in modern organizations. To keep the
employees effective and to get maximum productivity incentives are provided to the
employees.
An incentive fluctuates according to, a pre-established formula. Individual or group
goals because group goals are different from individual goals. Company earnings. An
incentive adds to base pay and Motivates employees.

Incentives are paid in this category these are:

 Individual incentive plans:
Quality of work output (How many units produced). Quality of work output (What was
the quality of the product or service being produced or served). Monthly sales (How
much sales are generated). Work safety record (How many hazard or errors are being
reduced). Work attendance (If the absent is reduced or attendance is good)
 Individual incentive plans: (Piecework plans)
Award based on individual production vs. company standards. Award based on
individual performance standard using objective& subjective criteria. Quantity and / or
quality goals, Group incentive plans and Customer satisfaction.

Benefit to employee

40
SL Financial Benefits Non-Financial Benefits
1 4 Bonuses Job Enrichment

2 Share of profit Take part in decision making

3 Special Increment & Regular Increment Break for shift workers 

4 Leave Encashment Lunch Facility

5 LFA Job Rotation

6 Medical Facilities Learning facility

7 Gratuity Loan facility

8 Group Insurance Easy communication with management

9  - Technical Support

10  - Study Leave

Table 2: Benefits for employee.

3.3.3 Collective Bargaining

ACI follow two type of collective bargaining process in various settlement issues. These
are:
i) Traditional Collective Bargaining:
It is a process of negotiating between representative of union and employers. the union
sometimes negotiate with signal employer or may negotiate with the group. Their main
interest of employee is commonly present by representative of trade union. These
negotiation reach by collective agreements, it usually set out wage, scales, working hour,
training, health and safety. The collective bargaining process has an adversarial nature of
the relationship between labor and management.

ii) Non -traditional Collective Bargaining:

41
It shared governance or interest based bargaining and assist to have a vice in the
workplace and control over issue that affect their practice. ACI do not have any collective
bargaining agents.

3.3.4 Trade Unionism

Trade union works as a helping hand to the employees. But in most cases they exploit the
employees by making under table agreement with the employer. As a result, employees
become a puppet of the trade union. To form a trade union at least 33% employees must
have the support. So in an organization there can be at least 3 trade unions. Trade union
has its good & bad as well. But now a day, the bad is more than the good. So it is better
for an organization not to have a trade union. ACI also do not have any trade union.

3.3.5 The Properties of Selection Procedure

The selection procedure adopted by an organization is mostly tailor-made to meet its
particular needs. The effectiveness of the procedure depends upon three factors. They
are:
i) The nature of selection, whether faulty or safe, because a faulty selection affects the
training period that may be needed and also results in greater expenditure on the new
employee. Company may also incur losses as a result job-occupant failure.
ii) The policy of the company. Some companies hire more than the actual number
needed, with a view to removing unfit persons from the jobs.
To make hiring process successful some methods should follow:
 Someone have the dominance to recruit employee. To handle the authority person
should analysis by workload and workforce.
 Selected employee should have some standard to compared with perspective
employee.
 There should be a sufficient number of applicants from whom the required number
of employees may be selected.

3.3.6 Recruiting Employees from a Diverse Population

42
After job analysis the ACI recruit employees from a diverse population and within this
population the best individuals are selected for employee testing and selection process.

External
External Sources:
Sources: Human
Human Internal
Internal Sources:
Sources:
Resources
Resources Transfers
Transfers
Personal
Personal applications
applications Department
Department Promotions
Promotions
Employee
Employee
Management
Management consultancies
consultancies Recommendation
Recommendation
Retrained
Retrained employees
employees
New
New // Fresh
Fresh graduate
graduate from
from Department
Department
famous educational
famous educational reorganization
reorganization
institution
institution Such
Such as
as IBA,
IBA,
IBM etc.
IBM etc. Hiring
Hiring

Former
Former employees
employees
Part-time
Part-time applicants
applicants
Advertisements
Advertisements
Newspaper
Newspaper adsads
Trade associations
Trade associations Selection
Selection
Internet
Internet (Bdjobs.com
(Bdjobs.com
/Jobsa1.com)
/Jobsa1.com)
Job
Job fair
fair

Orientation
Orientation and
and
Training
Training

Figure 3: Source of recruitment.

43
Chapter Four:
Conclusion

44
4.1 Conclusion

Advance Chemical Industry (ACI) Limited, is one of the largest private company in
Bangladesh. Achievement of ACI Limited is beyond description. Maintaining
Government rules and regulations ACI limited always try to contribute on National GDP
and GNP not only local business but also internationally. ACI Limited follows most of
the Human Resources Management Practices and Policy. ACI always tries to improve the
efficiency and skill of its employees. It spends huge amount of money in maintaining its
employees in effective way. The company develops a system whenever there is
inadequacy in efficiency or need for future development, the training is provided. The
company evaluates the effectiveness of training by analyzing the performance after the
training. The company doesn’t use “Experimental Control Method” for evaluating
training. But it is the best method to evaluate training. The training division should
introduce this method.
At the same time, it doesn’t specify what changes are expected from the employees when
the training is given. As a result, sometimes trainees face dilemma what to act and how to
act. The use of horizontal job rotation is temporarily discontinuing in the company, as the
employees don’t feel belongings in the new department. It results lower productivity and
quit. As a matter of fact, those who are posted under job rotation, 50 percent among them
leave the organization. But if it includes job enrichment in which responsibilities of an
employee increases then it may prove effective. ACI always try to contribute to employee
satisfaction and given to employees all types of compensation benefits. It has been an
amazing experience for me as I completed my thesis report. As I have Human Resource
Management as my manor so working under the department of HRM was really great to
me.
Therefore, I must acknowledge the fact that there are countless number of things that I
learn during my thesis report about how the company operates, its day to day activities,
problems that occur every day and how to resolve them effectively and efficiently. No
matter where I work, I'm confident that I will be able to apply my learning and
knowledge in any organization.

45
 Reference

Aaker, D., Kumar, V. and Day, G. (2010). Marketing research. New York: Wiley.
Agarwal, A., Shankar, R., (2002), "Analyzing alternatives for improvement in supply
chain performance" Work Study, 51 (1), pp.32-37.
Ahmad, S., Schroeder, R. (2002), "The Importance of Recruitment and Selection Process
For Sustainability Of Total Quality Management", Int J Qual & Reliability Mgmt, 19(5),
P.P: 540-550.
Ahmed, Faruq, and Bhuiyan, Mohammad, Moqbul, Hossen, (2002), “Experiences of
Bangladeshi Companies in Strategic Human Resource Management”, Dhaka University
Journal of Business Studies, Vol. XX111, No. 1, Issue date: June 2002, P.P: 97-106.
Asta, S., & Zivile, S. (2011), "Human Resource Management Practices Linkage With
Organizational Commitment And Job Satisfaction", Economic And Management Review,
P.P: 16, 921-927.
Aurther, William, Davis (2005), “Human Resource Management”, 9th ed., McGraw-Hill
Book Company, New York, P.P: 35-60.
Aurther, William, Davis, Keith (2005), “Human Resource Management”, 9th ed.,
McGraw-Hill Book Company, New York, P.P: 35-60.
Becourt Monica (2009-2010), "Strategic Human Resources Planning", 2nd ed.,
Bangladesh, P.P:5,8-143.
Benjamin James Inyang (2011), "Creating Value through People: Best Human Resource
(HR) Practices in Nigeria”, International Business and Management, Vol. 2, P.P: 141-
150.
Bogdanova, A. (2008), "Work Environmental Stressors – The link between employees",
wellbeing and performance (Ph.D). Jonkoping University.
Boxall, P F (2000) The strategic HRM debate and the resource-based view of the firm,
Human Resource Management Journal, 6 (3), pp 59–75.
Butler, J E, Ferris, G R and Napier, N K (1991) Strategy and Human Resource
Management, South-Western Publishing, Cincinnati, OH.
David Ulrich (2005), "The HR Value Proposition", 5th ed., Toronto: Cingage Learning
Davis, F. (1989), "Management Science", P: 98.

46
Gaddagimath, Ravi, B., & Jange, Suuresh (2000), "Changing libraries: Competencies
and challenges for university librarians", In T. Ashok Babu, et al. (Eds.), Vision of future
library and information systems, P.P: 14–18, New Delhi: Viva Books.
Gary Dessler ‘’Human Resource Management’’, 10th Edition
Hard Koery (2000), "The Future of Human Resource Management", 3rd ed., New York.
http://fortune.com/
http://humanresources.about.com/od/jobdescriptions/f/hr_job_mgr.htm
http://www.aci-bd.com/
https://www.thebalancecareers.com › ... › Human Resources › Job Search Resources
Human Resource Management and Expatriate [http// www. hrmexp.com/], Visited date
18 April, 2018.]
Human Resource Management of BCCP, Bangladesh [http// www. hrm. bccpba. com/],
Visited date 17 April, -2007.]
Human Resource Management Practices in Bangladesh [http// www. hrmpb.com/, Last
visited date: 16 April, 2018.]
Human Resource Management Practices in the 21st Century [http// www.hrmp21.com/,
Visited date: 17 April, 2018.]
Human resource practice in the 21st century [http://www.hrmp21.com/retrived,
Iqbal, H., Malik, M., & Ghafoor, M. (2013), "Impact of HR Practices on Job Satisfaction:
An Empirical Evidence from corporate sector of Punjab- Pakistan", Interdisciplinary
Journal Of Contemporary Research In Business, 5(2), P.P: 442-454.
Javed, M., Rafiq, M., Ahmed, M., & Khan, M. (2012), "Impact of HR Practices on
Employee Job Satisfaction in Public Sector Organizations of Pakistan", Interdisciplinary
Journal Of Contemporary Research In Business, 4(1), 348-363.
Jeet, V. (2014), "A Study of HRM Practices and its Impact on Employees Job
Satisfaction in Private Sector Banks: A Case Study of HDFC Bank. International Journal
Of Advance Research In Computer Science And Management Studies", 2(1), 62-68.
Jeffery A. Mello (2011), “Strategic Management of Human Resources”, 3rd ed., Canada.
Karen Berman (2014), "Financial Intelligence for HR Professionals", 2nd ed.
Katou, A. (2008), "Measuring the impact of HRM on organizational performance’,
Journal of Industrial Engineering and Management, Vol. 2. P.P: 119-142.

47
Lance A. Berger, Dorothy R. Berger (2011), "The Talent Management", 6th ed., Canada.
Masoodul, H., Saad, H., Muhammad, F., & Ashar, I. (2013), "Impact of HR Practices on
Employee Satisfaction and Employee Loyalty: An Empirical Study of Government
Owned Public Sector Banks of Pakistan", Middle-East Journal Of Scientific Research,
16(1), 01-08.
Mohiuddin (2001), “Personnel to Human Resource Management”, Dhaka University
Journal of Business Studies, Vol. XX11, P.P: 53- 65.
Mohiuddin, Mohammad and Mahmood, Monowar, Hossain, (2001), “Personnel to
Human Resource Management”, Dhaka University Journal of Business Studies, Vol.
XX11, No. 2, Issue date: December 2001, P.P.:53-65.
Monica Belcourt (2013), "Strategic Human Resources Planning", 5th ed., India.
Moyeen, AFM, Abdul and Huq, Afreen, (2001), “Human Resource Management
Practices in Business Enterprises in Bangladesh”, Dhaka University Journal of Business
Studies, Vol. XX11, No.2, Issue date: December 2001, P.P: 29-35.
Paul Kearns (2011), "HR Strategy: Business Focused Individually", Chicago: Harvard
University Press.
Raymond A. (2013), "Employee Training and Development", 6th ed., Singapore.
Sarkhel, Juran Krishna (2003), "Development of human resources for library and
information services: Perspectives and issues", Paper presented at the International
Conference on Role of Libraries in Human Resource Development in Bangladesh,
Rajshahi, Issue date: December, 2003).
Schilling, M. and Hill, C. (2004), “Managing the new product development process:
Strategic imperatives. Academy of Management Perspectives”, 12(3), P.P: 67-81.
Schuler, R S and Walker, J (1990), "Human resources strategy: focusing on issues and
actions, Organization Dynamics", Summer, P.P: 5–19.
Shrivastava, G., & Gupta, P. (2015), "Hr Practices: A Comparative Study Of Public And
Private Sector Banks In Indore", Altius Shodh Journal Of Management & Commerce,
P.P: 318-323.
Simmons-Welburn, Janice, & McNeil, Beth (2004), "Human Resource Management in
today's academic library: Meeting challenges and creating opportunities", Oxford:
Greenwood Publishing.

48
Sisson, K (2001), "Introducing the Human Resource Management Journal, Human
Resource Management Journal, 1 (1), P.P: 1–11.
Smith, E C (1982) Strategic business planning and human resources, Personnel Journal,
61 (8), P.P: 606–10.
Syed, N., & Yah, L. (2012), "Impact of High Performance Human Resource Management
Practices on Employee Job Satisfaction: Empirical Analysis", Interdisciplinary Journal of
Contemporary Research in Business, P.P: 318-342.
Visited date :19 may,2018]
Wayne Brock bank (2003), "Roadmap to Strategic HR: Turning a Great Idea Into
Business Reality", 5th ed.
Wright, P M and McMahan, G C (1992), "Theoretical perspectives for SHRM", Journal
of Management, 18 (2), P.P: 295–320.
Wright, P M, Snell, S A and Jacobsen, H.H (2004), "Current approaches to HR
strategies: inside-out versus outside-in Human Resource Planning", 27 (4), P.P: 36–46.
www.koganpage.com
Younger, J, Smallwood, N and Ulrich, D (2007), “Developing your organization’s brand
as a talent developer, Human Resource Planning”, 30 (2), P.P: 21–29.

49